Traditionally, project management processes and expertise in health care have rested in the areas of facilities management and development and/or Information Technology implementation. Although many of those in leadership roles within health care operations have spent a significant amount of time implementing new programs and introducing new equipment, for example, solid project management practices have not been known and/or utilized in areas other than facilities and IT.
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MMS ONLINE – Their full-featured MMS Student Information System made available using the Software-as-a-Service model. EASY TO AFFORD Lower up-front costs than buying the software, and their IT people take care of all the technical issues. The low, annual per-student fee allows you to pay as you grow, and includes access to the complete MMS system, annual support services, software updates, and enhancements. EASY TO ACCESS You simply run MMS OnLine using your computer’s web browser, or even your smart phone. Connect from school, from home, from virtually anywhere you have Internet access. They do the rest! EASY TO USE The...
List of maintenance job titles covering trades, cleaning and maintenance, facilities management, pipeline work, executive roles, and more.
[Training Person is riding elevator, when door opens and CEO walks in.] CEO: You’re the training person, right? TP: Yes I am. CEO: So what have you done this quarter? TP: I and my whole department have been doing a lot of research. We are talking to a lot of industry gurus. We have been passionately following all of the hot trends in training. CEO: Sounds great. What have you learned? TP: First, we have found that a well designed application needs much less training than a poorly designed one CEO: Done. Let me move funding from training to application development. What else do you got? TP: We have figured out that most behavior change comes from motivation, not instruction. CEO: Great point. Let me jot myself a note to shift budget away from your department and put it into corporate communications and our bonus pool. What else? TP: According to our new research, most learning happens in casual conversations. So that should be a priority. CEO: Hmm. I know my infrastructure people handle telephones and cell phones, my facilities management and HR work on office layout, and my IT people support email and instant messaging. So thank you. I will split the rest of the training budget between those three camps. This has been a very productive conversation. TP: (whoops). CEO: I just feel badly that such a smart person as yourself doesn’t have a job anymore. Oh well. Best of luck to you. I’m sure you’ll do fine. Just have your office cleaned out by the end of the day. [Door opens, CEO walks out]
2012 Workplace Trends Report: Integration, Flexibility and Wellness Top Drivers of Employee Engagement
(From PRNewswire) — Sodexo, Quality of Daily Life Solutions provider to more than 1,800 corporate clients in the United States, released its 2012 Workplace Trends Report today, offering a unique perspective on the workplace that combines insight from clients, academia, principal research, and leading facilities management and human resource trade organizations. The research predicts continued focus on well-being and the ability to deliver a unique value proposition to business communities that focuses on not only integrated, effective and efficient use of space, but also the performance of human capital. Employees are looking to organizations for tools and resources to help them simplify their lives, stay healthy and balanced, and bring their “whole self” to work as these continue to be top drivers of engagement. Employee engagement, productivity, brand image and loyalty continue to be relevant measures of success. “For any business wanting to grow, these trends show there is a premium on programs that are outcome driven and on sustainable results that address both people and physical space,” said Michael Norris, COO and market president for Sodexo’s Corporate segment. Read more.
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(From Gallup Management Journal) — Companies spend millions training and developing their employees. But does it really pay off? Sure, such investments can enhance skills and boost effectiveness and innovation. But far too often, leaders and managers overlook a crucial element: complementing employees’ knowledge, skills, and experience by maximizing the power of their innate talents. Toward a strengths-based solution Not everyone can excel at a particular task, regardless of training and effort. Though training can help people improve, most employees won’t achieve excellence performing a task unless their talents make them naturally inclined to perform that task at excellence in the first place. Gallup research shows that people who know and use their strengths — and the companies they work for — tend to be better performers. In a study of 65,672 employees, Gallup found that workers who received strengths feedback had turnover rates that were 14.9% lower than for employees who received no feedback (controlling for job type and tenure). Moreover, a study of 530 work units with productivity data found that teams with managers who received strengths feedback showed 12.5% greater productivity post-intervention than teams with managers who received no feedback. And a Gallup study of 469 business units ranging from retail stores to large manufacturing facilities found that units with managers who received strengths feedback showed 8.9% greater profitability post-intervention relative to units in which the manager received no feedback. Companies that want to boost productivity and innovation must help employees apply their natural abilities to the day-to-day requirements of their role. Implementing a strengths-based approach often demands a fresh mindset; the old ways won’t do. The questions below can help employees figure out how they can best apply their talents in their role — and can help managers and leaders learn how to use a strengths-based approach to boost company performance. Read more.
LONDON and RESTON, VA (July 20, 2010) Learning Tree International (NASDAQ NGM: LTRE), a leading global training provider, announced that they have been awarded a contract by NATO CIS Services Agency (NCSA) for delivering Project Management, ITIL Certification, Technical, Management and Business Skills training to NATO staff throughout Europe. NATO selected Learning Tree International after a six month review process, evaluating providers on consistency, quality and cost effectiveness. Under the contract, Learning Tree International will provide commercial training services to an estimated one thousand delegates a year across NATO and NCSA bases in Europe. The training will be delivered through a mixture of on-site courses run at NATO and NCSA sites, local open enrolment courses and through Learning Tree International’s fully engaged, live online instructor-led training solution – Learning Tree AnyWare. Utilising AnyWare, NATO employees will connect to an actual classroom where they’ll participate online in a live, instructor-led training course being held at a NATO or Learning Tree International facility. AnyWare delegates join from wherever they are stationed, saving the time and expense of travel, and receiving the same training, with the same benefits as their in-class counterparts. AnyWare allows NATO staff from disparate bases and sectors to attend the same training course and fully interact with the instructor, their NATO colleagues and complete all of the course’s hands-on exercises. Richard Chappell, Managing Director, Learning Tree International UK, said, “We have been working with NATO for more than 10 years, giving us an unparalleled understanding of their environment and an appreciation of their need for flexible, timely and robust solutions. Learning Tree International is uniquely equipped to meet NATO’s training requirements thanks to our wealth of experience in delivering onsite training throughout Europe, our ability to host a European open enrolment schedule, and through the use of our live online instructor-led offering – Learning Tree AnyWare.” About Learning Tree International Learning Tree International is a leading global provider of highly effective, hands-on training to managers and information technology professionals. Since 1974, over 65,000 organizations have relied on Learning Tree to enhance the professional skills of more than 2 million employees. Learning Tree develops, markets and delivers a broad, proprietary library of instructor-led courses focused on people and project management, leadership and business skills, Web development, operating systems, databases, networking, IT security, and software development. Courses are presented at Learning Tree Education Centers, located globally, on site at client facilities, and are available via Learning Tree AnyWare, the Company’s proprietary live, online instructor-led training delivery option, which connects online participants to the actual classroom. For more information about our products and services, call 1-888-THE-TREE (1-888-843-8733), visit www.learningtree.com, follow @LearningTree on Twitter or visit Learning Tree International’s Facebook fan page.